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Book part
Publication date: 30 October 2023

Robert P. Wright

Why is it that highly trained and seasoned executives fail? On the surface, this doesn’t make sense because they are very successful; yet research in the organization sciences…

Abstract

Why is it that highly trained and seasoned executives fail? On the surface, this doesn’t make sense because they are very successful; yet research in the organization sciences provides no shortage of evidence to prove just that. From the classic Mann Gulch fire disaster of Weick’s famous collapse of sensemaking study, to studies of myopia of learning, escalation of commitment, threat-rigidity, dominant logic, the architecture of simplicity, the Icarus Paradox, to core competencies turning into core rigidities, and navigating new competitive markets using “old” cognitive maps, and many more such examples point to a ubiquitous phenomenon where highly trained and experienced professionals find themselves “stuck” in the heat of battle, unable to move and progress. On the one hand, for some, there is a desperate need for change, but are unable to do so, due to their trained incapacities. On the other hand, some simply cannot see the need for change, and continue with their “business as usual” mentality. For both, their visions of the world shrink, they have a tendency to cling onto their past habitual practices and oversimplify the complexity of the situation. In moments like these: DROP YOUR TOOLS and UNLEARN! This book chapter introduces a framework (grounded in clinical psychology) that has had consistent success in helping seasoned executives and key decision-makers open up the alternatives whenever they find themselves stuck with complexity.

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Article
Publication date: 28 October 2014

Simon C.H. Chan and W.M. Mak

The purpose of this paper is to examine the relationship among transformational leadership, pride in being a follower of the leader, and organizational commitment, as represented…

6504

Abstract

Purpose

The purpose of this paper is to examine the relationship among transformational leadership, pride in being a follower of the leader, and organizational commitment, as represented by affective and normative commitment.

Design/methodology/approach

Data were collected from two samples in Mainland China (Study 1 of 145 executive MBA students in one of the local universities located in Xian; Study 2 of 210 employees in a service-based private-owned company located in Shenzhen). Descriptive statistics and regression analyses, Sobel tests, and bootstrapping tests were used to analyze the data.

Findings

Both studies found that transformational leadership is positively related to pride in being a follower of the leader, and affective and normative commitment. Results indicated that pride in being a follower of the leader fully mediated the relationship between transformational leadership, affective and normative commitment.

Research limitations/implications

The main limitation of this study is to collect data from a self-reported single source in a cross-sectional survey design. The findings are susceptible to problems of common method variance of the independent variable, mediator and dependent variables.

Practical implications

The findings assist managers to better understand the importance of getting the support of their followers. If the followers are pride in being a follower of their leader, they are more likely to be committed toward an organization.

Originality/value

This paper contributes to the existing literature by which pride in being a follower of the leader as a mediator between transformational leadership and organizational commitment in the Chinese context.

Details

Leadership & Organization Development Journal, vol. 35 no. 8
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 10 July 2024

Ishfaq Ahmed, Haroon Iqbal and Tabassum Riaz

Humans are largely influenced by the environment in which they work, and the positive environment offers positive outcomes. Building on these lines, this study aims to propose and…

129

Abstract

Purpose

Humans are largely influenced by the environment in which they work, and the positive environment offers positive outcomes. Building on these lines, this study aims to propose and empirically investigate the relationship of fun on employees’ knowledge sharing behavior. The study also proposes and empirically tests the mediation mechanism of psychological empowerment and boundary condition of person–environment fit.

Design/methodology/approach

Considering the nature of the study, the data is collected from employees working in information technology firms at two points of time. At first point of time 600 questionnaire were distributed while at the end of second point of time all in all 313 useful responses were available for data analysis purpose.

Findings

The statistical analysis reveals that fun improves the psychological state of individual and in turn they share more knowledge. The findings also highlight that person–environment fit strengthens the relationship.

Originality/value

Based on the findings the study highlights some important theoretical and practical implications. The future direction is also provided based on these lines.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

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Article
Publication date: 5 September 2016

Darwish Abdulrahman Yousef

The purpose of this study is to examine the use of Honey and Mumford’s (1986) learning styles questionnaire (LSQ) in the context of United Arab Emirates (UAE) higher education. In…

1351

Abstract

Purpose

The purpose of this study is to examine the use of Honey and Mumford’s (1986) learning styles questionnaire (LSQ) in the context of United Arab Emirates (UAE) higher education. In particular, it aims at exploring the learning style preferences of United Arab Emirates University (UAEU) students using LSQ. It also investigates whether there are statistically significant differences in students’ learning style preferences because of their demographic and academic characteristics.

Design/methodology/approach

Data were collected from a sample of 1,463 undergraduate students at the UAEU. Descriptive and inferential statistics were used to present the main characteristics of respondents, to explore the learning style preferences of UAEU students and to find out whether there are significant differences in students’ learning style preferences because of their demographic and academic characteristics.

Findings

Results indicated that UAEU students have strong preferences for the four learning styles. Results showed that about 68 per cent of UAEU students have strong or very strong preferences for the activist leaning style, whereas about 84 per cent have strong or very strong preferences for the reflector learning style, 78 per cent have strong or very strong preferences for the theorist learning style; about 60 per cent have strong or very strong preferences for the pragmatist learning style. Furthermore, there were statistically significant differences in certain learning styles because of students’ demographic and academic characteristics.

Research limitations/implications

There are a number of limitations associated with this study. First, data were collected from a single university in the UAE. Second, the results are based on a self-report survey and this in turn might affect the reliability of the results. Another limitation is that this study is of snapshot type. Hence, it might not capture the dynamic nature of learning style. On the other hand, it has a number of implications for students, educators and administrators.

Originality/value

The present study is the first attempt to explore learning styles preference of undergraduate students using LSQ, not only in the content of UAE higher education but also in the Arab world.

Details

Quality Assurance in Education, vol. 24 no. 4
Type: Research Article
ISSN: 0968-4883

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Article
Publication date: 10 September 2018

Darwish Abdulrahman Yousef

The purpose of this paper is to address the use of Honey and Mumford’s Learning Styles Questionnaire (LSQ) to investigate the learning style preferences of undergraduate students…

1837

Abstract

Purpose

The purpose of this paper is to address the use of Honey and Mumford’s Learning Styles Questionnaire (LSQ) to investigate the learning style preferences of undergraduate students at the American University of Ras Al Khaimah (AURAK) in the United Arab Emirates (UAE) culture. It also investigates whether there are significant differences across the four dimensions of learning styles due to students’ demographics.

Design/methodology/approach

Questionnaires were distributed to a sample of 200 undergraduate students at AURAK in the UAE. The majority of students were Arabic native-speakers. Descriptive statistics were used to present the main characteristics of respondents and the results of the study. The independent samples t-test, Mann–Whitney test and Kurskal–Wallis test were used to find out if there are significant differences across the four dimensions of learning styles due to students’ demographics.

Findings

The results of the study illustrated that undergraduate students at AURAK have preferences for the reflector (15.0), pragmatist (14.2), theorist (13.9) and activist (12.3) learning styles. Moreover, there are only significant differences between Emirati and non-Emirati students across the four learning styles and between single and married students in the theorist learning style.

Research limitations/implications

This study has a number of limitations. First, the findings of the study are based on the data collected from only one university. Second, the sample is limited to undergraduate students and, therefore, it excludes graduate students who might have different experiences. Third, the results are based on a self-reported questionnaire which might affect the reliability of the results. On the other hand, it has a number of implications for educators and students. Educators will benefit from the results of this study in the sense that they need to adopt teaching styles and strategies that match the learning styles of the majority of their students. Students themselves will benefit from knowing their own learning style.

Originality/value

The present study validates a learning style theory developed in a western culture in an Arabic culture.

Details

Education + Training, vol. 60 no. 9
Type: Research Article
ISSN: 0040-0912

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Article
Publication date: 5 November 2018

Darwish Abdulrahamn Yousef

This study aims to incorporate the Honey and Mumford’s learning styles questionnaire (LSQ) to assess the learning style preferences of postgraduate students at the British…

480

Abstract

Purpose

This study aims to incorporate the Honey and Mumford’s learning styles questionnaire (LSQ) to assess the learning style preferences of postgraduate students at the British University in Dubai (BUiD), as well as investigating whether there are statistically significant differences in such preferences from demographic and academic characteristics perspective.

Design/methodology/approach

Questionnaires were distributed to a sample of 200 students (males and females) in various postgraduate programs. Descriptive statistics analysis presented the main characteristics of the respondents and the results of the study. The independent samples t-test and Kurskal–Wallis test determined if there are significant differences in learning style preferences among the postgraduate students because of their demographic and academic characteristics.

Findings

The results revealed that postgraduate students preferred the theorist (20.36), reflector (20.31), pragmatist (19.00) and activist (18.62) learning styles, while no significant statistical differences were found across the four learning styles from demographic and academic characteristics standpoint.

Research/limitations implications

On one hand, the present study has several limitations. First, the findings of the study are based on data from only single university. Second, the sample is limited to postgraduate students. Third, the results are based on a self-reported questionnaire, which might affect their reliability. On the other hand, this study has some implications for educators and students. Its results could help educator adopt appropriate teaching styles and strategies that match the preferred learning styles of the majority of their students. Students themselves could also benefit from knowing their own learning style.

Originality/value

The present study is the first scholarly attempt to explore learning style preferences of postgraduate students in the UAE higher education context.

Details

Journal of International Education in Business, vol. 11 no. 2
Type: Research Article
ISSN: 2046-469X

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Book part
Publication date: 14 December 2020

Okey Nwuke, Chizoba Nwoye and Nnaemeka Onoyima

In many countries (Nigeria inclusive), major components of job creation and economic growth, are driven by small and medium-sized businesses that are mostly family-owned. However…

Abstract

In many countries (Nigeria inclusive), major components of job creation and economic growth, are driven by small and medium-sized businesses that are mostly family-owned. However, over 50% of such businesses fail after intrafamily leadership transition. This chapter seeks to understand and explain the strategies that owners of medium-sized family-owned businesses explore in ensuring the sustainability of their business after a leadership transition from the founder. The focus is on three business leaders who sustained their family-owned businesses after a leadership transition from their founders. The conceptual framework is based on the transformational leadership theory. Data collection was from artefacts, company documents and semi-structured, face-to-face interviews. Analysis of data was supported by follow-up questions and member-checking to enhance the trustworthiness and credibility of the interpretations. Four themes that emerged were the founder's desire and support for transition, the preparation of successors or level of preparedness, trust and credibility of successors, and clarity of vision of both the founders and successors. Findings from this study may contribute to positive social change by providing leaders of African family-owned businesses with strategies for managing leadership transitions and ensuring the survival of the business after these transitions. Sustainability of family businesses might lead to job retention and creation, as well as enhance wellbeing and incomes of communities, family members and the African economy.

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Article
Publication date: 29 August 2017

Simon C.H. Chan

The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent…

1904

Abstract

Purpose

The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent leadership and subordinates’ objective performance (from appraisal report evaluated by immediate supervisors after a year) over time.

Design/methodology/approach

A sample of 312 employees in a manufacturing plant in the People’s Republic of China was collected. Descriptive statistics and linear regression analyses were used to analyze the data.

Findings

The results indicated that PSS mediated the relationship between benevolent leadership and subordinates’ objective performance. This positive relationship of benevolent leadership and subordinates’ performance was stronger when supervisors exhibited higher levels of psychological empowerment.

Research limitations/implications

The main limitation of this study is that the sample was collected from the administrative staff of a manufacturing plant in China. The results may not be generalized in different contexts and professions, given the contextually and culturally specific setting.

Practical implications

Benevolent leadership appears to be effective in driving the work performance of subordinates.

Originality/value

The relationships among benevolent leadership, PSS, and work performance of subordinates have shown significant explanation.

Details

Leadership & Organization Development Journal, vol. 38 no. 7
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 2 February 2023

Hamid Mahmood Gelaidan, Abdullah Kaid Al-Swidi and Mohammed A. Al-Hakimi

The importance of innovation has attracted growing attention due to the complex and rapidly changing business environment. This study aimed, first, to examine the joint effect of…

2047

Abstract

Purpose

The importance of innovation has attracted growing attention due to the complex and rapidly changing business environment. This study aimed, first, to examine the joint effect of servant and authentic leadership (AUL) styles on employee creativity (EC), second, to examine the direct and mediated effect of servant leadership (SL) on employees' innovative work behaviour (IWB), third, to examine the effect of EC on IWB and finally, to investigate the moderating effect of creative self-efficacy (CSE) on the relationship between AUL and EC.

Design/methodology/approach

A quantitative approach was used, and the data were collected from 446 employees in the Qatari public sector. The data were then analysed by employing partial least squares structural equation modelling (PLS-SEM) using SmartPLS software to validate the measures before testing the proposed model.

Findings

The results of this study emphasized the strong hypothesized link between EC and IWB. It also endorsed the mediating role of EC between SL and IWB and the moderating role of CSE in the AUL-EC relationship.

Originality/value

The originality of this study comes from various aspects. First, it is unique in separately examining EC and innovation and the link between them. Second, it investigates the joint impact of servant and AUL styles on EC. Third, it explores the mediating role of EC between SL and IWB. Fourth, the moderating effect of CSE on the AUL-EC link also was examined to gain a full understanding of the relation effect. Finally, the value of the current study also comes from the integration of the triangular theory of creativity, SL and AUL theories and self-efficacy theory to explain the proposed model of the study. Moreover, this study serves as a guideline for decision-makers on how to enhance IWB among employees by focusing on leadership programmes and the creative and innovative culture.

Details

European Journal of Innovation Management, vol. 27 no. 6
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 7 November 2023

Ibrahim Oluwapelumi Orekoya

The purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical…

2426

Abstract

Purpose

The purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical model in which (1) inclusive leadership enhances team climate, (2) the moderating effect of team power distance and trust in leadership in the relationship between inclusive leadership and team climate.

Design/methodology/approach

A quantitative research method was applied, with a survey of 247 Nigerian employees nested in 59 teams in multiple small manufacturing firms across diverse industries widely distributed into textile, furniture, bakery and palm oil production firms. The partial least square structural equation modelling was used to test the study's proposed hypotheses.

Findings

The results revealed that inclusive leadership has a positive and direct effect on team climate. Also, this study found that (1) team power distance positively influences the relationship between inclusive leadership and team climate; and (2) trust in leadership positively influences the relationship between inclusive leadership and team climate.

Research limitations/implications

This study affirms the explanatory power of SET to investigate inclusive leadership and team climate at the team level. Also, the study utilised the SET to confirm the significance and value of team power distance and trust in leadership in the relationship between inclusive leadership and team climate at the team level in the Nigerian context.

Practical implications

The paper examined the relationship between inclusive leadership and team climate with team power distance and trust in leadership as moderators. The findings suggest that inclusive leadership play a paramount role in understanding team climate among small manufacturing firms. Moreover, the findings can be applied in organisations by creating different assessment mechanisms, e.g. webinars and training sessions, to encourage effective inclusive leadership behaviours in fostering a team climate for creativity and innovation.

Originality/value

The main contribution of this current research to knowledge is on the examination of the distinctive leadership style that influences team climate. The study indicates that when team members are allowed to fully contribute to the team, inclusion is promoted among group members, and trust in leadership is strengthened, which increases their perception of team climate within organisations.

Details

Leadership & Organization Development Journal, vol. 45 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

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